Abstract
This research investigates the role of emotional exhaustion and supervisor incivility in explaining the relationship between work-related identity discrepancy and counterproductive work behavior. Based on resource conservation theory, our study hypothesizes a moderated mediation model that work-related identity discrepancy impacts counterproductive work behavior through emotional exhaustion, and supervisor incivility is deemed as the boundary condition in the indirect effect. Drawing on a sample of 863 employees, we found support for the moderated mediation model in which the positive relationship between work-related identity discrepancy and counterproductive work behavior was mediated by emotional exhaustion, such that the mediating relationship was strengthened for new leaders with a low level of supervisor incivility and weakened for those with high level of supervisor incivility. We further discuss the theoretical and practical implications of these findings.
Highlights
Leadership change influences a variety of organizational outcomes as new leaders usually differ from their predecessors in leadership styles and strategies [1,2]
We suggest that the influence of work-related identity discrepancy on employee emotional exhaustion is narrowed in strong situations
These results indicate that supervisor incivility played a negative moderating role results indicate that supervisor incivility played a negative moderating role in the relationship between in the relationship between work-related identity discrepancy and emotional exhaustion
Summary
Leadership change influences a variety of organizational outcomes as new leaders usually differ from their predecessors in leadership styles and strategies [1,2]. When a leader leaves, employees who maintain a high-quality leader-member exchange relationship with him or her will perceive the discrepancy in work-related identity, and experience stress and emotional exhaustion due to the potential or real loss of their privileged resources associated with the previous leader [24], subsequently engaging in counterproductive work behavior [25,26]. Based on resource conservation theory, our research explores the mediating effect of emotional exhaustion on the relationship between work-related identity discrepancy and counterproductive work behavior and the moderating effect of supervisor incivility on this indirect effect. We introduce the new boundary condition of supervisor incivility into the study of work-related identity discrepancy and counterproductive work behavior
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